Hiring Risk Management System that transform your business outcome

1. Business Impact Study
BOTTOM LINE
PROFIT
TURNOVER
BANKING INSURANCE
FINANCIAL SERVICES
GLOBAL TALENT METRICS
HIRING RISK MANAGEMENT SYSTEM THAT TRANSFORM
YOUR BUSINESS OUTCOMES

2. Challenges
Kotak Mahindra Bank, a leading private consumer bank was facing high
levels of unplanned attrition and offer drop-offs. The company’s hiring
practices were resulting in significant loss of revenue, increased hiring cost
and a churn in the sales organization.
Solution
Kotak engaged Global Talent Metrics to explore how the bank could improve its hiring effectiveness in
terms of lower attrition and higher performance. Global Talent Metric’s team of talent supply chain
specialists and leading industrial psychologists conducted a short yet systematized and effective
evaluation that began with a 90 minute white boarding session with the Kotak HR team. Using the
STAR™ (System for Talent Attraction and Retention) Organization survey Global Talent Metric’s team
mapped 128 organization characteristics that prospective employees in India value in an organization
and Kotak’s competitive positioning along those factors.
The emergent profile of the company was used to match against a candidate’s characteristics, needs
and wants to evaluate the candidate’s risk of not joining post offer or leaving the bank within the first 12
months.
After 12 months of deploying STAR™; Global Talent Metrics jointly conducted a validation study with
Kotak to measure the efficacy of the tool and cost savings based on deploying the STAR™ Select tool
Results
STAR™ Select Tool Accuracy Rate
• 83% accuracy in identifying Low Risk/ Good Fit Candidates
• 78% overall accuracy rate of STAR™
Email to contactus@stargtm.com for other client business impact studies

3. How Effective Are Your Company's
Strategic Talent Management Initiatives?
The time has come for HR professionals to move from talking about the
need to become strategic business partners to delivering by designing and
executing talent initiatives that are strategic in nature. CEOs have come to
realize that they need to get their talent management initiatives right; to
execute their strategic objectives. But what does getting it ‘right’ mean
when it comes to a company's talent management initiatives?
“Are your talent management processes working? Are they effective?
These are valid questions, and it's essential to think through them, and understand how the most
successful organizations are devising novel ways to make it work.
Today, attrition is an area of serious concern and an impediment to the success of an effective talent
management initiative. Some companies are adopting a two-pronged approach to manage attrition. On
the one hand, companies are strengthening systems to identify the top performers to reward and retain
them On the other hand they are deploying Hiring Risk Management Systems to identify attrition risk
candidates early in the recruitment process. Staff attrition (or turnover) and absenteeism also represents
significant costs to most organizations. Many organizations fail to measure such costs or fail to plan and
deploy systems that can reduce them.
In monetary terms, attrition costs can be:
• Costs associated with a person leaving
• Recruitment Costs
• Training Costs
• Lost Productivity Coss
• New Hire Costs
• Lost Sales Costs
A recent study by People Strong revealed that the BFSI industry has the highest attrition and early leavers
account for the largest share of the pie, a scenario common across the BFSI sector in the country.
LEAVER TYPE ACROSS INDUSTRIES
32
24
• Early leavers highest in BFSI, ITES
47 50 and Retail
22 60 67 60
72
45
13 10 • 1 in 2 people leaving are in BFSI
10
23 9
54
23
40 11
24
40 • Attrition of Top Performers concerns
IT, BFSI and Manufacturing
17 30
17
IT ITES FMCG BFSI Manufacturing Pharma Retail Telecom
Early Leavers Top Performers Universal Leavers

4. Global Talent Metrics
Global Talent Metrics is a Human Resource Information Services company,
dedicated to helping organizations and individuals make better hiring
decisions with greater confidence and control.
Our vision is for Global Talent Metrics psychometrics, HR analytics and
technology to become a necessary part of every organization's hiring
decisions. We are committed to developing the highest quality, scientific
and powerful tools for the Indian market by combining 30 years of proven
science and experience with the most demanding customers, with India
centric research and data.
GTM's product line – STAR™ is based on 30 years of scientific heritage. We
believe hiring is not perfect, but is a science, and we can help employers
significantly reduce the cost of wrong hires, promotions and selections. All
our tools and data are validated and normalized for the Indian market.
INDIA USA
Potential House, 1057 Maitland Center
35/B,2nd Floor,1st Main, Commons Blvd
3rd Phase, JP Nagar, Suite 200
Bangalore-560 078 Maitland, Florida 32751
For more information on STAR™, India's pioneering Hiring Risk Management System from Global Talent Metrics
SM/GTM/20100113/CS-001
write to : contactus@stargtm.com www.stargtm.com